Take the talent capability test

Find out where your company sits against other organisations in terms of your ability to strategically manage your talent and your succession planning.

Please review each of the following statements and choose the ONE statement that best indicates where your organisation is now. When you press the submit button, you will see a response indicating where you rank on the continuum (1-9) against other organisations who have completed this test, and against other organisations of similar size.

	1. Not on the radar – the organisation is too bogged down with day-to-day operational HR to be even thinking about managing their talent pool effectively from a talent management/succession planning perspective.
	2. Limited knowledge – the organisation has some knowledge of talent management and succession planning but not enough to know where to start.
	3. Awareness – the executive team and HR department are aware of talent and capability management but have no methodologies or processes to begin a talent management/succession planning programme.
	4. Rudimentary Talent Identification Process – the organisation has an informal talent identification and management process which, among other things, identifies talent by variables such as performance, potential, potential readiness and vacancy risk factors etc.
	5. Sophisticated Talent Identification Process – the organisation has a formalised talent management process which identifies talent by variables such as performance, potential, potential readiness and vacancy risk factors and links these to talent solutions.
	6. Information Management – the organisation has, in conjunction with a sophisticated talent identification process, an information management or database which captures talent information and produces reports to assist in the implementation of talent solutions for the talent pool.
	7. Talent Solutions – the organisation, in addition to having a sophisticated talent identification process and database, has a dashboard of talent management solutions which ensures the attraction, development, deployment and retention of talent.
	8. Alignment – the organisation is so advanced in its talent management and succession planning programme that it is embedded in the culture as "just another one of the things we do around here" - it is the cornerstone of all decisions on attracting, developing, deploying and retaining talent.
	9. Best Practice – the organisation is recognised as demonstrating best practice among its peers and is actively sought for its knowledge.
	My organisation's size is:
	Less than 200 employees 200 - 500 employees 500 - 1000 employees more than 1000 employees